Consistent with ASU’s focus on innovating across all levels of the university, Educational Outreach and Student Services is pleased to leverage EDGE Conversations as our staff evaluation process. The program is an employee-driven performance management practice centered around frequent, future-focused conversations.
EDGE conversation
EDGE Conversations focus on four key elements that drive the continuous performance management process: Engagement – Development – Growth – Empowerment. This new approach prioritizes employee development, continuous two-way discussion and career growth. As one of the largest units at ASU, EOSS is proud to adopt this future-focused performance model.
The purpose of the program as it is implemented within EOSS is to encourage and facilitate staff to take an active role in their career development. Through focusing on these four areas through training and conversations these could lead to increased performance and career fulfillment.
EDGE stands for Engage, Develop, Grow, and Empower
Engage
Managers listen to an employees's perspective on how things are going and provide feedback
Develop
In concert with their managers, employees drive their development plan.
Grow
Manager and employee discuss opportunities for career growth
Empower
The manager and employee both agree on objectives or goals for the quarter and beyond
Promoting talent development, leadership depth and organizational stability.
As an organization, Educational Outreach and Student Services will benefit from an approach that promotes talent development, leadership depth and organizational stability. EDGE Conversations will form the foundation for building relationships and creating a workplace culture that supports creativity, innovation, flexibility and inclusion.
Conversations are held at the beginning of each quarter as it will set up discussion for the next three months using previous discussion to springboard the next conversation.
1|Before you begin
EDGE Conversation training is available and recommended for employee’s first conversation
Helpful courses in Career EDGE to help the conversation (optional)
- Effective listening
- Giving and receiving feedback
- How to develop your career plan
- Having an honest career conversation with your boss
Have a conversation with your supervisor about timelines and how to begin.
2|Get started
Initiate Conversation with supervisor and draft the EDGE Conversation in PeopleSoft by following the Business Process Guide. Areas to discuss with supervisor:
Accomplishments and Successes
What significant milestones or accomplishments have occurred in the past quarter that you want to be sure your supervisor is aware of, what do you want to accomplish for this quarter?
Career or Personal Goals
- Are there any short/long term goals?
- Tools available to assist in creating goals are S.M.A.R.T. and the “if-then model”.
Identifying Support
- Can you identify any roadblocks or required tools to allow you to accomplish this quarter's goals?
- Do you have feedback for your supervisor – things he or she has done to help support you that you want to commend, or ways they can help better support you?
Professional Development
- What do you want to learn and grow?
- Is there anything you would like to attend for this quarter to help you develop? (using Career EDGE for training material is a great example but not the only one)
- Employee and supervisor meet to discuss topics and indicate if the employee is meeting/not meeting expectations.
After the conversation, the supervisor reviews, comments and sends EDGE Conversation back to the employee to complete the conversation.
3|Be curious
Explore additional courses within Career EDGE.
Ask questions, if you are unclear about anything do not hesitate to ask your supervisor
More information please see EDGE Conversation page for:
- Training
- Frequently asked questions
- Policies
Ready to get started?
In order for these links to work, you will need to be logged into Cisco VPN prior to using the buttons. If you have technical questions, please contact your department HR Representative.
EDGE Conversation – Supervisor Roles
EDGE is focused more than the work of the employee, managing performance job expectation and empowering the employee to grow and sharing real time achievements and challenges or thoughts about career objectives with their supervisor when needed. A good coach will enable honest and open conversations throughout the year with EDGE Conversations.
Meeting with your direct reports at least once a quarter
- Ensure that employee has up to date Job Description
- Can use existing scheduled meetings if meeting regularly once a month and do not need to create additional meetings
- Encourage the employee to schedule the meetings, if not then the supervisor can schedule it
Spend some time on what the employee wrote and what their goals are for the future
- More time on spending focused on the future opposed to rehashing in the last few months
- Supervisors are not required to cover all topics each quarter, if a staff member needs to focus on a project or adapt to a new process which may cause less time for professional development or career goal activities
Need to notify the employee if they are meeting or not meeting expectations before concluding the conversation
- Adding comments in the supervisor notes for next quarter goals will conclude that quarters conversation
- Do not wait for quarterly conversations to discuss major areas of concern
Cover EOSS guided responses
Important for the supervisor to set clear expectations for the employee
- Identifying and agreeing upon expectation from both the employee and supervisor
- Need to ensure the following topics are covered
- Accomplishments
- Professional Development
- Career or Personal Goals
- Identifying support needed
- Departments can add onto EOSS Standards and Expectations if they deem necessary
Meeting Expectations
- If the employee is exceeding expectations notations will need to be entered in the supervisor section detailing the reasoning
- If the employee is meeting expectation but showing areas of concern the supervisor can still mark “Meeting Expectations” but will want to address the areas of concern and notate in supervisor section
Not Meeting Expectations
- If an employee is meeting or exceeding expectations in one area of their duties but not the others, it is advised that the supervisor select “Not Meeting Expectations” and address areas of concern and notate in the supervisor section
- If an employee is not meeting any expectations do not wait for the EDGE Conversations to address major concerns and should be done promptly
- Follow ups between conversations are strongly encouraged if employee is not meeting expectations
Do not assign a numerical number to an employee’s EDGE Conversation
- If employee request numerical number explain the new process and how it will be weighted against their merit
The conversations should be apparent if they are continuously exceeding expectations, just meeting expectations or not meeting expectations by the notes the supervisor will be entering
Reminder – Do not put too much emphasis on Meets or Not Meeting Expectations as this is a small portion of the overall conversation and the objective is better dialog and communication
In order for these links to work, you will need to be logged into Cisco VPN prior to using the buttons.
If you have technical questions, please contact your department HR Representative.
For more information on How to Coach and Responding to Feedback please see Professional Development